JMAN is a world leader in combining commercial understanding with technology expertise to deliver tangible, high-value outcomes for our clients. As CPO, I have the privilege of serving our global team across London, Chennai, and New York across the full People and HR remit, ensuring that we scale efficiently, our team flourish, and our clients enjoy the experience of working with a highly motivated group of exceptional individuals.

I currently serve as a key member of the Board including strategic initiatives and cross-functional decisions to achieve business goals. Responsible for planning, devising, and implementing best operational and HR practices as a key driver of business strategy aligned to the company vision and growth objectives.

Academia is one of the UK’s fastest growing, highly accredited, award winning group of technology companies. As Head of HR, I am responsible for leading all aspects of the various HR functions, possessing a strong understanding of all HR processes and the ability to translate these processes into opportunities and practical procedures.Encouraging buy-in and employee / stakeholder engagement across business units, my role includes developing and inspiring an effective team through the ability to think strategically, analytically and creatively.

Lobster Ink is the product of Lobster International and Let’s Sell Lobster. Constantly on the forefront of new and exciting trends in the hospitality industry, Lobster Ink works with leading hospitality groups and establishments to create bespoke courses that capture the standards, culture and heritage of each specific brand, and facilitate the sharing, learning and assessment of these standards across the organisation.On my move to London in September 2014, I was offered a position to stay with the company as the London representative. In this role I was responsible for several of our key and most discerning clients, my role including all aspects of client interaction and bespoke course management.As Head of People Development, I enjoyed full responsibility for the strategic creation and implementation of all HR practices and people strategy within Let’s Sell Lobster in Cape Town. This included: • Successfully established a department which had not previously existed in the business. ‘People Development’ was also recognised as one of the 5 pillars of focus within the company’s 5-year plan.• Appointed to the senior ExCo (Executive Committee) team.• Design, implementation and delivery of all HR policies and procedures, including marketing the need for these internally. This resulted in an increase in staff retention as well as enormous growth of individuals within the business through succession and promotion.

Newmark Hotels, Reserves and Lodges is a hospitality management company which has distinguished itself as an industry leader through building a tradition of excellence with a portfolio of boutique hotels & lodges. In an environment with many moving parts, this role demanded impeccable attention to detail under high pressure with the ability to think on one’s feet. As a member of the Executive Committee (ExCo), my responsibilities as Group HR Manager included full ownership of all HR functions across the properties as well as the Head Office. My only reason for leaving was due to Let's Sell Lobster contacting me regarding a unique opportunity that I could not overlook. I had worked with the Let's Sell Lobster team whilst at the Cape Grace.

I was initially employed at Truworths International as a HRD Facilitator. This is a generalist function overlooking several of the business units (within the merchant function) as well as mentorship of Trainees and project work. Shortly after joining the team I was appointed to a Recruitment Specialist position. My role involved all aspects of and responsibility for recruitment and selection, talent management and retention across the board for Truworths. Added to this, I looked after several departments within the business from a HR generalist perspective as well as core involvement on several strategic HR projects. This included projects in other HR disciplines such as Remuneration. Alongside these functions I mentored several Trainees (including performance management and the like) and was involved in the recruitment and selection of Trainees for the Graduate Trainee Programme (as well as input into the Programme itself).

My career with the Cape Grace culminated in a promotion to Training Manager, where I was responsible for all aspects of training and development; strategy; trends; succession planning and the like. Throughout the years, I became well versed in all areas of HR through my involvement in (and subsequent responsibility for) Training and Development; Industrial Relations; Recruitment; Payroll; staff management and retention; budget management; report-writing; Company Culture; Policies and Procedures; assistance with benefits and the like. Added to this, during the HR Manager's maternity leave I stepped in to manage the full HR function and team, including attendance at relevant Exco meetings.